Human Resources

• Develop in some cases, and implement in other cases, HR strategies and action plans that are aligned to and drive achievement of business objectives.
• Drive talents plans aligned with and provide input into the organization’s change management plans, including stakeholder analyses, communications and training plans, risk identification and mitigation plans, transition plans, and measures of success.
• Act as a coach and advisor to business change leads, senior leaders and managers to help them fulfill their change leadership roles and build change agility in the organization.
• Use data and analytics to drive talent discussions and influence the organization.
• Help drive enterprise HR initiatives in the organization and ensure the organization’s talent plans align with enterprise-wide HR strategies and programs, working closely with other HR Partners (Staffing, Benefits, Training, Compensation, Employee Relations) as needed.
• Identify and share strategies and solutions that may be implemented in other business areas to improve organizational effectiveness with business heads and HR colleagues; drive implementation where appropriate.

Director, HR Business Partner – Technology

• Partner with leaders on day-to-day people matters including performance conversations, coaching, feedback, and employee relations issues
• Serve as a trusted resource for employee relations guidance, helping managers work through situations and escalating when needed
• Lead and support workplace investigations, document findings, and recommend next steps
• Support key points in the employee lifecycle including onboarding, internal changes, leaves of absence, and offboarding
• Provide guidance and training to managers and employees on HR policies, processes, and tools
• Manage and track leaves of absence (FMLA, ADA, and state-specific leaves), ensuring compliance and employee support
• Maintain accurate employee data across HR systems and support HR transactions tied to payroll and reporting
• Review exit feedback and identify trends to help improve retention and employee experience
• Monitor and respond to HR inbox inquiries in a timely and thoughtful manner
• Conduct regular audits to ensure compliance with HR policies, processes, and documentation standards
• Support the development and improvement of HR processes, policies, and internal tools
• Assist with internal communications and rollout of HR programs, updates, and initiatives

Human Resources Business Partner

• Lead consultative discovery: Engage customers in structured conversations that uncover HR pain points, identify root challenges, and surface opportunities to improve their people operations
• Nurture and convert: Actively manage and advance customer relationships with clear accountability for progressing identified HR needs into paid services engagements
• Shape the problem and path forward: Help customers clarify, prioritize, and understand the impact of their HR challenges and opportunities, guiding them toward the most relevant solutions
• Connect customers to the right services: Position and align BambooHR’s HR services, including HR Consulting, Technical Services, and Managed Payroll, to meet customer needs and expand adoption across the BambooHR services portfolio
• Build awareness: Develop and execute targeted approaches to increase visibility and understanding of our services offerings
• Collaborate across teams: Partner with Marketing, Sales, and CX to shape messaging, campaigns, and materials that highlight services value
• Test and iterate: Run and scale experiments to identify what drives engagement and conversion
• Drive engagement quality: Maintain visibility into active opportunities and ensure consistent follow through and progression toward defined outcomes
• Recognize patterns and scale what works: Identify repeatable signals in customer needs and help evolve more effective approaches to engagement and conversion
• Listen and learn: Gather insights from customers and internal teams to continuously improve our go to market approach and service design
• Represent the customer voice: Help shape how BambooHR delivers and evolves HR services based on real feedback and results

HR Services Advisor

• Design and implement people solutions to address enterprise and functional strategies
• Act as a change agent to further enhance organizational growth and development
• Identify opportunities to modernize and standardize current HR processes within the fleets and drive our strategic HRBP model
• Manage specific projects as determined in the annual HR plan and participate in functional and cross-functional initiatives.
• Conduct investigations and make recommendations regarding disciplinary actions and/or employee terminations
• Partner with Employee Relations COE on appropriate ER issues, and inform members of leadership as necessary.
• Generate ideas for and champion employee engagement and employee relations activities to foster positive employee morale and interaction
• Provide a high level of customer service to all client groups and HR visibility to hourly teams
• Facilitate conflict resolution and provide coaching and feedback to employees, supervisors, and managers
• Partner with the recruitment team to facilitate/coordinate hourly and salaried interviews, facilitate the on-boarding process, and conduct new hire orientation
• Partner with the fleet management team to facilitate employee engagement focus groups and develop meaningful action plans for improvement
• Perform other duties as assigned. This role will have a minimum travel requirement of 25%

Senior HR Partner

• Acts as the first point of contact to evaluate the scope of employee inquiries, complaints, and conflicts
• Resolve employee issues by gathering data, providing support in conducting thorough investigations, communicating policy, and consulting with management to make informed decisions regarding all employee relations matters
• Provide guidance to management and employees on conflict resolution and performance management
• Review, recommend and approve all discipline and termination actions and documents to ensure compliance with ACG’s policies, procedures and applicable laws and regulations
• Conducts review to ensure any termination action is not covered by rights protected under company policy, EEO, ADA, FMLA or any other employment regulatory requirement
• Ensure any employee allegations, including allegations made by an employee within the termination process, that an investigation was conducted in compliance with ACG policy, and the matter is closed and documented
• Develop initiatives for assigned business units and prepare and deliver ER reporting and data analytics to Supervisor and Managers
• Collaborate with HR Business Partners on strategic initiatives
• Develop and deliver advanced training sessions to educate leaders on company policies as well as coach and assist managers with performance management and disciplinary issue
• Administers various human resources plans and procedures for employees
• Assists in developing and implementing human resources policies and procedures
• Researches, gathers documentation, and analyzes data to assist management and corporate counsel in investigating, answering and settling legal claims
• Mentor and support other employee relations team members
• May serve as the company representative at employment hearings or be called as a subject matter expert in various judicial proceedings
• Reviews and processes unemployment claims
• Provides support for actions associated with Reduction in Force or other actions impacting job movement across the footprint
• Supports H1B Immigration processes

Employee Relations Partner II

• Manage complex labor relations matters across multiple sites
• Serve as the escalation point for grievance handling beyond local plant-level processes
• Lead arbitration strategy and execution
• Act as a key negotiator in collective bargaining activities
• Partner closely with HR Managers at manufacturing locations, Operations senior leadership, and Legal
• Ensure consistent, compliant, and effective labor relations practices

Senior Manager – Labor Relations

• Serve as an onsite HR representative, supporting operations management and hourly team members
• Assist in the implementation of corporate and local People & Culture initiatives
• Ensure adherence to federal, state, and local employment laws, collective bargaining agreements, and internal policies
• Coordinate and support confidential investigations and employee relations matters
• Identify and address HR-related issues, maintaining confidentiality and escalating when appropriate
• Partner with operations to ensure compliance with airport and landlord policies and expectations
• Manage end-to-end recruitment processes, including job postings, applicant screening, interview coordination, and onboarding logistics
• Respond to team member inquiries regarding compensation, scheduling, policies, and general concerns
• Maintain accurate employee records and HR systems; perform administrative tasks including data entry, reporting, and document retention
• Facilitate new hire orientation to ensure a positive and compliant onboarding experience

Human Resources Specialist

• Partner with managers and individual contributors, providing HR support while also contributing to Strategy and Integration efforts within the HR team
• Collaborate with our HR Team to help coordinate actions, priorities, standard materials, deployment of processes, shared resources
• Learn and lead Human Resources processes; like employee relations, performance solutions, leadership coaching, attendance, organizational optimization
• Support projects for compensation, talent management, standard work creation, HR Priority Planning and tracking, Learning and Development, Remote Site Engagement Strategy
• Engage in business priorities and initiatives
• Partner with leaders on unique engagement strategies to help attract and retain talent
• Support and enhance the Remote Site Engagement Strategy through direct employee and manager contact

Human Resources Generalist – Associate/Mid-Level

• Process bi-weekly payroll in an accurate and timely manner
• Serve as the internal administrator for the company's employee self-service and benefits enrollment systems including all tasks related to the processing of payroll and benefits management
• Proactively manage relationships with benefits, timekeeping and payroll vendors to ensure proper execution of services
• Manage processes and documentation for certain employee benefits including but not limited to short term disability claims and worker's compensation claims, ensuring compliance with all applicable state and federal regulations
• Support benefits administration through monthly and quarterly activities including bill reconciliation, funding of HSA accounts and 401(k) enrollments
• Conduct associate and management level training on HR related processes and systems as necessary
• Process all paperwork and set-up accounts in relevant systems for all newly hired associates
• Deliver requested information and reports in a timely manner, reviewing data for accuracy and formatting for ease of use
• Maintain employment files and other required documents to ensure regulatory compliance
• Provide project management support, taking a lead role in all department projects as assigned
• Establish strong working relationships with all associates, providing top quality service and individualized support as needed

HR Administration Specialist

• Improve onboarding process
• Review onboarding emails and checklists
• Support recruiting and sales talent tools
• Organize and document sales role profiles
• Support leadership and retention planning
• Create practical resources like onboarding checklists and templates

Human Resources Intern

• Partner with senior leadership in our Lab and Corporate divisions to design and execute people strategies that align with long-term business objectives.
• Consult on team structures, succession planning, and workforce scaling to ensure we have the right talent in the right seats as we grow.
• Lead and resolve high-level employee relations matters, conducting thorough investigations and providing coaching to managers to foster a healthy, compliant work environment.
• Drive the annual performance cycle, compensation reviews, and talent development initiatives to identify and nurture our future leaders.
• Ensure all people practices meet the rigorous standards of the healthcare industry, including federal, state, and local employment laws across various US jurisdictions.
• Analyze people metrics (turnover, engagement, headcount) to identify trends and provide proactive solutions to the executive team.
• Act as a champion for the LetsGetChecked culture, ensuring our values are integrated into the employee lifecycle and driving initiatives that improve retention and morale.

HR Business Partner

• Engage across all areas of Total Rewards and across a variety of strategic initiatives – including Compensation, Executive Compensation, and Benefits
• Develop and coordinate comprehensive project plans for highly complex projects or programs with Enterprise level impacts and/or impacting strategic business objectives
• Outline project objectives and key deliverables, milestones, resource allocation, and timelines
• Manage multiple concurrent projects and key initiatives driving strategic alignment, stakeholder engagement, positive employee experiences
• Support key Total Rewards initiatives, leveraging multi-function partnership and collaboration, driving strategic changes including readiness materials, key actions and dates, and experiences

Senior Compensation Specialist

• Act as a trusted and dedicated advisor to FuzeRx senior leaders, aligning talent strategy to business goals and outcomes
• Partner on organizational construct and operating model based on the growth and business direction for FuzeRx
• Ensure seamless succession planning, talent reviews and workforce readiness as we scale and expand
• Providing executive-level coaching to foster a culture of empowerment, trust and accountability
• Orchestrate the annual performance and compensation cycles, specifically tailored to bridge the gap between clinical performance metrics and corporate KPIs
• Ensure all people practices harmonize with rigorous healthcare standards, lab safety protocols, and the specific compliance requirements
• Fluency with people analytics, ability to take data and translate to business solutions communicate executive-level insights that drive proactive business pivots

Senior HRBP

• Partner with Wind HR Leader and Senior leaders to develop and execute Business and HR strategies addressing operational, organizational, and cultural challenges
• Own HR strategy roadmap and implementation timeline
• Lead significant strategic HR projects and change management initiatives end-to-end
• Develop and implement organizational footprint strategy, as required by business context and drive execution of the plans
• Champion Lean methodologies to build capabilities, reduce inefficiencies, and maximize performance
• Partner with workforce, planning and analytics leader to create and execute a strategic workforce plan to support the business transformation
• Drive partnership, alignment and process improvement with Finance team on budget planning process
• Support business strategy through data-driven people analytics and forecasting to drive discipline in organizational setups and structural cost reduction
• Improve and manage HR operating cadence and including HR leadership team meetings (in person and virtual) and all HR events
• Ensure timeliness and consistency in analytics, presentations, and communications
• Manage cross-functional collaboration and stakeholder alignment

Wind Business Transformation and HR Strategy Manager – Responsable de la Transformation et de la Stratégie RH

• Serve as a strategic HR partner to the Region VP and other Retail Field Leadership.
• Influence and lead workforce planning, talent acquisition, performance management, employee retention, and change initiatives across assigned Retail Home Centers.
• Manage complex employee relations matters, such as HR field investigations, conflict resolution, and performance concerns.
• Advise leaders regarding all concerns and inquiries around leave of absence, benefits, and various other HR issues.
• Partner with Compensation to conduct research on regional salary data and make recommendations.
• Partner with Talent Acquisition to translate workforce priorities into workforce and talent development forecasts and plans.
• Participate in interviews and onboarding activities as necessary.
• Prepare and deliver data summaries with clear implications and recommended actions during annual business reviews.
• Coach leaders on identifying and correcting behavioral misalignment and developing corrective action plans tied to expected values and behaviors.
• Oversee all staffing efforts within the Region while partnering with Zone, Regional, and Home Center Management.

• Serve as a strategic HR partner to the Region VP and other Retail Field Leadership
• Manage complex employee relations matters, such as HR field investigations, conflict resolution, performance concerns, conduct issues and oversee team member disciplinary meetings, partnering with corporate HR/Legal/Compliance as needed
• Serve as first point of contact and advise leaders regarding all concerns and inquiries around leave of absence, benefits, workers comp and various other HR issues
• Serve as Region Liaison for team member centric corporate initiatives, including Wellness, Boundless, Benefits, ATO & VTO, Pacesetter, Circle, etc.
• Work with the Region VP and Home Center Manager to initiate PIP and DA business processes & oversee quarterly HR review process
• Partner with Compensation to conduct research on regional salary data and make recommendations to leadership on competitive pay changes needed to increase retention and attract top talent
• Partner with Talent Acquisition to translate workforce priorities into workforce and talent development forecasts and plans
• Participate in interviews and onboarding activities as necessary
• Prepare and deliver data summaries with clear implications and recommended actions during annual business reviews
• Partner with Home Center Managers and Retail Leadership to develop workforce planning and build people strategies based on turnover, performance, behavior trends, and skill gaps
• Maintain knowledge of trends, best practices, and HR statute changes within a specific region to ensure consistent application of company policies and practices, as well as to mitigate risk

• Partner closely with the IDT&S executive leadership team, in leading the development and deployment of short and long-term people strategies
• Serve as a strategic HR partner to drive organizational strategic projects and initiatives, including, but not limited to, full life-cycle talent management, strategic skills planning and development, workforce planning and pipeline development, and global workforce expansion
• Help mature the organizational culture, and grow the Boeing Values & Behaviors among the team
• Provide executive guidance and implementation assistance of HR policies, practices and strategies through relationship building, communication and intentional operating rhythms
• Lead various IDT&S level projects that tie to the IDT&S ASCENT strategy
• Partner with business leaders and HR Communities Of Excellence (CoE) partners to drive key initiatives around IDT&S’s transformation efforts
• Identify, evaluate, and execute on actions as they relate supporting and enhancing IDT&S’s overall workforce planning strategy
• Collaborate with COE partners, as well as business leaders, to drive the workforce plan around critical skills, up-skilling needs, market pay position and talent pipeline development
• Serve as a trusted coach and mentor to junior HR teammates
• Utilize HR metrics and people data to identify trends and drive effective solutions

Human Resources Business Partner – Lead

• Manage job board listings, employee hiring, and onboarding paperwork
• Counsel management and staff on HR policies and procedures to establish best practices and create a positive work environment
• Implement training or development plans for employees in many different roles
• Update employee records, record data changes, and maintain good records
• Handle document and information audits, as required
• Maintain a high level of integrity and confidentiality

• Act as a strategic advisor to senior leaders, influencing business outcomes through workforce, organization, and leadership strategies
• Translate business strategy into integrated HR solutions across talent management, succession planning, workforce planning, performance management, engagement, and culture
• Partner with global HR colleagues to align US/Canada priorities with Daimler Truck global frameworks while ensuring local relevance
• Lead, coach, and develop a team of HR Business Partners, ensuring consistent, strategic and administrative HR support across assigned functions
• Serve as escalation point for complex employee relations, organizational design, and leadership issues
• Lead organization design, restructuring, and change initiatives, including workforce transitions, site transformations, and leadership changes
• Drive talent reviews, succession planning, and leadership development initiatives for senior leaders and critical roles
• Partner with Talent Acquisition and Culture & Development leadership to ensure strong talent pipelines for key technical, leadership, and hard‑to‑fill roles
• Coach leaders on performance management, leadership effectiveness, and team dynamics
• Ensure consistent application of HR policies, employee relations practices, and labor relations frameworks
• Collaborate with Talent Acquisition, Total Rewards, Labor Relations, Benefits and Culture & development to deliver seamless and scalable HR solutions

Head of HR Business Partners

• Analyze HR data related to staffing, compensation, payroll, and workforce trends in healthcare environments
• Prepare regular and ad-hoc reports to support HR and business decision-making
• Maintain data accuracy across HRIS, payroll, and cloud-based platforms
• Collaborate with healthcare professionals and leadership teams, including CEOs and senior administrators of medical facilities
• Support HR initiatives and reporting related to hospitals, clinics, and medical service organizations
• Participate in and support medical conferences, workshops, and professional healthcare events, including coordination and follow-up
• Manage inbound and outbound calls with clients, healthcare facilities, and executive leadership
• Act as a main HR point of contact for medical organizations and external partners
• Communicate professionally and effectively with C-level executives and senior stakeholders
• Use and support cloud-based HR and payroll applications
• Assist with system updates, user access management, data uploads, and integrations
• Troubleshoot HR system issues and coordinate with internal IT teams or external vendors
• Manage and support payroll systems, ensuring accurate and timely processing
• Support compliance with federal, state, and healthcare-related labor regulations
• Maintain confidentiality of sensitive employee, payroll, and healthcare-affiliated data

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